Predicting Psychological Empowerment Among Service Workers: The Effect of                 Support-Based Relationships

Corsun, David L.; Enz, Cathy A.

doi:10.1177/001872679905200202

Cited by 115 publications

(112 citation statements)

References 36 publications

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“…For instance, Coates et al (1997) identified efficiency gains, lower turnover, better employee-employer relations, potential for a better bottom line, access to information, participation in decision making, discretion over work processes, enhanced employability, support for family responsibilities, affirmation of an independent voice for workers, and input into a range of workplace issues as benefits of high organizational performance for organizations, employees, and unions. In a competitive environment in which organizations must be faster, learner, provide better service, be more efficient, and ultimately more profitable, an empowered, and proactive workforce is thought to be essential (Corsun & Enz, 1999). In other words, the manager-employee relationship be altered in service industries to reflect the impact of the relationship between service workers and customers.…”

Section: Management's Response To Problems Of Industrial Relations Inmentioning

confidence: 99%

“…Moreover, an empowered workforce is better able to provide high quality customer service. Thus, a source of competitive advantage capable of differentiating an organization from others is its people and how they work (Coates et al, 1997;Corsun & Enz, 1999;Posthuma, 2010;ACAS, 2013;Colvin, 2013).…”

Section: Management's Response To Problems Of Industrial Relations Inmentioning

confidence: 99%

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Towards Improved Industrial Relations in Public Higher Learning Institutions of Ethiopia: The Case of Ambo University

Ogato

2015

AJBM

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The general objective of the study was to assess the problems and prospects of industrial relations of employees of Ambo University and propose strategic measures for better future. The findings of the study will serve as baseline information for researchers who are interested to conduct further research on issues of industrial relations in Ambo University and other public higher learning institutions in Ethiopia and Africa . Furthermore, the strategic recommendations to be forwarded as a final output of the study will enable employees of Ambo University and its management or employer to properly understand major problems and prospects of industrial relations and jointly search for sustainable solutions of the issues identified. The proposed study relied on both secondary and primary data types. The study employed both purposive and simple random sampling techniques. The proposed study employed a comprehensive data collection method whereby both secondary and primary methods of data collection methods were employed to address the objectives of the study. The first methodological step was a comprehensive analysis of the existing literature in order to obtain both theoretical insights and secondary data. The second methodological step was collection of primary data from primary sources. Accordingly, data were collected with the help of structured questionnaire, field observation, and focus group discussion. The qualitative data captured through focus group discussion and field observation were transcribed, interpreted, and analyzed in the form of descriptions and narrations. Data collected through structured questionnaire were analyzed with the help of SPSS (Version 20). Accordingly, Simple descriptive statistics like frequencies and percentages were employed. Promoting good governance and democracy in all management levels of Ambo University, creating favorable working environment and environment of good will and mutual cooperation among employees, and encouraging employees to use modern technologies like ICTs in service delivery are some of the strategic measures proposed in this study to improve the industrial relations of employees of Ambo University.

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Section: Management's Response To Problems Of Industrial Relations Inmentioning

confidence: 99%

Section: Management's Response To Problems Of Industrial Relations Inmentioning

confidence: 99%

Towards Improved Industrial Relations in Public Higher Learning Institutions of Ethiopia: The Case of Ambo University

Ogato

2015

AJBM

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“…Plusieurs études rapportent des cas d'échec des pratiques d'habilitation du supérieur et montrent que leurs avantages potentiels sont souvent limités faute de mettre en place les conditions adéquates (Ahearne, Mathieu et Rapp, 2005 ;Ford et Fottler, 1995 ;Randolph, 2000). Certains chercheurs ont ainsi suggéré que le soutien social jouerait un rôle prépondérant dans la réussite de l'habilitation (Corsun et Enz, 1999 ;Hackman, 1987 ;Kirkman et Rosen, 1999 ;Logan et Ganster, 2007 ;Mathieu, Gilson et Ruddy, 2006 ;Parker et Price, 1994 ;Peccei et Rosenthal, 2001 ;Spreitzer, 1996). Ainsi le second objectif de cette recherche est de tester le rôle modérateur du soutien managérial perçu sur la relation entre l'habilitation du supérieur et la performance adaptative.…”

Section: Résumé De L'articleunclassified

“…Certaines études montrent que les avantages potentiels de l'habilitation ou d'un processus de délégation peuvent être réduits faute de mettre en place des conditions favorables, en particulier en l'absence d'un soutien suffisant accordé aux employés (Corsun et Enz, 1999 ;Hackman, 1987 ;Hackman et Oldham, 1980 ;Kirkman et Rosen, 1999, Logan et Ganster, 2007Mathieu, Gilson et Ruddy, 2006 ;Parker et Price, 1994 ;Peccei et Rosenthal, 2001 ;Spreitzer, 1996). L'habilitation peut avoir un côté sombre aussi bien pour les employés que pour leurs supérieurs (Spreitzer, 2007).…”

Section: Le Soutien Managérial Perçuunclassified

L’effet de l’habilitation sur la performance adaptative des employés

Charbonnier-Voirin¹,

Akremi²

2011

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Les résultats d’une étude menée auprès de 390 employés, obtenus à l’aide de la méthode des équations structurelles, mettent en lumière une influence positive de l’habilitation du supérieur sur la performance adaptative des subordonnés. Les résultats montrent également que la perception d’un soutien de la direction favorise la réussite de l’habilitation du supérieur, en agissant comme une ressource émotionnelle valorisée par les employés dans leur stratégie d’adaptation.Si les recherches antérieures ont généralement focalisé leur attention sur les antécédents individuels de la performance adaptative, l’étude de l’influence des pratiques managériales sur ce type de performance est en revanche délaissée. Dans cette perspective, l’objectif de cet article est d’explorer l’effet de l’habilitation du supérieur (managerial empowerment) sur la performance adaptative au travail, processus visant à accroître l’étendue du pouvoir des individus et leurs capacités à contrôler leur travail. Les cas d’échec des pratiques d’habilitation nous conduisent également à étudier les conditions sous lesquelles ces pratiques peuvent faciliter le développement de la performance adaptative.Face à la complexification des situations de travail, la capacité des employés à apprendre de nouvelles compétences, à interagir avec divers acteurs et à s’adapter à de nouveaux contextes est devenue essentielle pour la compétitivité des entreprises. Ces comportements au travail, regroupés sous le nom de performance adaptative, sont désormais considérés comme un facteur crucial pour permettre aux organisations d’atteindre leurs objectifs dans un environnement marqué par le changement continu, la complexité et l’incertitude. Ce construit est encore peu étudié.Results, obtained using structural equation modeling on a sample of 390 French employees, supported our hypotheses. They highlighted the positive effect of managerial empowerment on adaptive performance. In addition, results showed that empowerment was more strongly related to adaptive performance when perceived supervisor support was high.The primary aim of this study is to examine the effect of managerial empowerment on employees’ adaptive performance. Failures of empowerment practices also suggest the need to study the boundary conditions under which managerial empowerment can facilitate adaptive performance.As the nature of work is changing, employees’ adaptive performance (employees’ ability to work creatively, learn new skills, and adapt to diverse social contexts and new environments) becomes a prominent factor that helps organizations attain their objectives. Previous research has mainly focused on individual differences as predictors of adaptive performance. In contrast, the role of managerial variables in promoting adaptive performance has been overlooked.Los resultados de una e...

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“…For years, there have been different attempts to discuss various issues associated with empowering employees (Menon, 1999;Corsun & Enz, 1999). Zimmerman (1992Zimmerman ( , 1995, for instance, discussed various aspects of psychological empowerment and concluded that the development of a universal and global measure of psychological empowerment may not necessarily be a feasible or appropriate objective.…”

Section: Introductionmentioning

confidence: 99%

An application of Huber model on the effect of psychological empowerment of employees on organizational learning

Mirzaiefar¹

2014

10.5267/j.msl

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The purpose of this descriptive-survey study is to determine the effect of psychological empowerment of employees on organizational learning based on Huber model. The study selects a sample of 54 people randomly from 499 regular employees of a Gas distribution firm located in province of Lorestan, Iran. For collecting data, two questionnaires of Huber organizational learning and psychological empowerment based on Spreitzer (1995)

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Predicting Psychological Empowerment Among Service Workers: The Effect of Support-Based Relationships

Cited by 115 publications

References 36 publications

Towards Improved Industrial Relations in Public Higher Learning Institutions of Ethiopia: The Case of Ambo University

Towards Improved Industrial Relations in Public Higher Learning Institutions of Ethiopia: The Case of Ambo University

L’effet de l’habilitation sur la performance adaptative des employés

An application of Huber model on the effect of psychological empowerment of employees on organizational learning

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